Incident Workforce Development Group (IWDG) Update

Question: Should qualified Type 2 C&G responders that have completed Type 1 C&G courses (S-520 or CIMC) get the Complex qualification added in their respective qualification systems?

Answer: Yes, if a responder is certified in a Type 2 C&G position (this includes Type 1 trainees) and has successfully completed S-520, Advanced Incident Management or the Complex Incident Management Course (CIMC), the responder should be granted Complex position competency in the associated position(s) by their Certifying Official. Type 1 and Type 2 C&G position qualifications will be archived in the PMS 310-1 in January 2026. However, some entities may choose to retain them independently.

Question: What should responders qualified as Type 2 C&G who have not had S-520 or CIMC do to attain Complex certification?

Answer: As of January 1, 2025, current responders certified in a Type 2 C&G position who have not successfully completed S-520 or CIMC will be required to attend one of the two courses to attain Complex certification. Type 1 and Type 2 C&G position qualifications will be archived in the PMS 310-1 in January 2026. However, some entities may choose to retain Type 1 qualifications independently.

Use of the NWCG CIM Field Evaluation Form is no longer an option as of January 1, 2025. Anyone who completed the CIM Field Evaluation Form must ensure it is signed by the home unit Certifying Official and uploaded to IQCS/IQS by June 30, 2025, to be valid. Note: It is not an alternative for Type 1 certification.

Responders DO NOT need to complete both a course and an evaluation unless their agency has a specific requirement above that of the  NWCG Standards for Wildland Fire Position Qualifications, PMS 310-1 .

Question: Will there be more offerings of S-520 and CIMC to meet the increased student need?

Answer: The S-520 and CIMC course steering committees and Geographic Area Training Representatives (GATRs) are working to identify the scope of future course delivery needs and locations.

Both courses continue to see a shortage of applicants in some functional areas while other functions have significant numbers of applicants. The inability to build enough full student IMTs complicates efforts to hold more courses.

Question: Will Type 2 and Type 1 C&G qualifications remain?

Answer: Type 1 and Type 2 C&G position qualifications will be archived in the PMS 310-1 in January 2026. However, some entities may choose to retain Type 1 qualifications independently. See  NWCG Memo 25-002 , Archival of Type 1 and Type 2 Command and General Staff Position Qualifications for more information. The Incident and Positions Standards Committee (IPSC) will create a list of frequently asked questions to share with incident responders.

IQCS, IQS, and other qualification systems, and IROC may retain Type 2 and Type 1 positions as appropriate for historical reference or for ordering purposes based on agency-specific policies. The NWCG pathways to Type 2 qualification closed in January 2023 and the pathways to Type 1 qualification closed December 31, 2024.

Question: What are the qualifications and training requirements for Complex Command and General Staff (C&G) positions if you have no previous Type 2 or 1 experience?

Answer: Reference the  NWCG Standards for Wildland Fire Position Qualifications, PMS 310-1 , and position pages for the Complex C&G  positions  to find all required training and experience.

•  Incident Commander Complex (ICCI) 
•  Safety Officer Complex (SOFC)  
•  Public Information Officer Complex (PIOC) 
•  Operations Section Chief Complex (OSCC)  
•  Planning Section Chief Complex (PSCC)  
•  Logistics Section Chief Complex (LSCC) 
•  Finance/Administration Section Chief Complex (FSCC) 

Prior to initiating an NWCG Complex C&G position task book (PTB), you must successfully complete ICS-400, Advanced ICS for Command and General Staff AND either S-420, Command and General Staff, OR L-481, Advanced Leadership for Command and General Staff, OR O-305, Type 3 All-Hazards Incident Management Team. Attendance at S-520 or CIMC may happen concurrently with the PTB; there is no required order for these elements.

Type 2 qualified C&G may evaluate Complex trainees, initial tasks, and complete evaluation records.  The final evaluator, however, must be Complex or Type 1 qualified in the applicable functional area.  See  About Position Task Books  for more information regarding the PTB Process.

NOTE: The NWCG pathway to Type 2 was discontinued in January 2023 and those with active Type 2 PTBs should have transitioned to Complex PTBs. If you have not done so, please work with your training officer and supervisor to open the corresponding Complex PTB and maintain your Type 2 PTB for documentation towards completion. There is no required order for the position task book, training, and/or field evaluation completion. It is up to the discretion of the trainee's evaluators, supervisors, and training officers, with final approval by the agency certifying official.

Question: What should current Type 1 trainees do?

Answer: The Type 1 qualifications pathways closed December 31, 2024. Any remaining Type 1 trainees who did not complete all requirements for Type 1 certification by then will need to transition to Complex certification using the appropriate pathway. For most, this will only require attendance at either S-520 or CIMC to complete the certification requirements.

Reference the  NWCG Standards for Wildland Fire Position Qualifications, PMS 310-1 , and position pages for the Complex C&G  positions . Work with your training officer and supervisor on your specific individual training needs.

Question: Have all agencies integrated Complex qualifications into their specific agencies and systems?

Answer: Agencies and entities are encouraged to continue pursuing the transition of personnel certification. Some systems and organizations require time to adapt. Type 2 and Type 1 qualified personnel may be ordered to support CIMT mobilizations while their respective organizations adjudicate CIM impacts and required system changes. NMAC will work with the Coordinating Group Advisory Council (CGAC) to ensure an appropriate plan/method for doing so.

 FMB Memo 23-004 , Continued Implementation of Complex Incident Management

Question: Why was the model changed? Why aren't there enough IMTs?

Answer: The demand for IMTs has been on the rise for the past decade as larger, longer duration, and more complex wildland fires occur. In the past seven years there have been multiple occasions where all available IMTs have been assigned to large fires. Local units have had to face the consequences of managing a complex incident without the services of an IMT.

• Longer fire seasons and multiple back-to-back assignments impact mental health and resiliency, work/life balance, and fatigue.
• In recent years, employee participation has lagged for a variety of reasons including competing priorities and a changing workforce culture.
• There is an observed individual reluctance to commit to IMTs if one will not or cannot be available for every rotation and/or multiple two-week assignments.
• The social and cultural values of agency employees have changed over time.
• The reduction of agency staffs nationally has resulted in fewer non-fire employees being available to support fires.
• Agency priorities may not support or incentivize IMT participation.
• Pay limitations for both current and retired employees hamper participation.
• The decreasing number of personnel available impacts the number of teams available geographically and nationally.

Question: How does the CIMT model address the problems and create efficiencies?

Answer: CIMTs enable efficiencies in the management and mobilization of teams for incidents.

Rostering multiple types of teams created additional competition for qualified team members. Equitably assigning all qualified personnel on geographic area rosters results in fewer Command and General Staff (C&G) shortages and spreads qualified personnel over a great number of IMTs.

CIMTs are scalable in size and scope to meet the needs of the incident, enabling a single type of team to manage fires of either Type 1 or Type 2 complexity and resulting in fewer transitions, particularly on incidents that rapidly change in complexity.

This model improves the ability to fill team rosters by focusing on a smaller core roster, reducing the instances when teams are unavailable due to members being unavailable to fill key positions and increasing opportunities for personnel to be assigned to fires when they are actually available.

Fewer team types allow for more efficient management of team rotations, assignment lengths, duration of transitions, and frequency of availability periods, creating a more equitable spread of assignments and personnel days assigned for all teams and individuals.

Question: What does this change mean for supervisors and Agency Administrators?

Answer: This is a significant change in management and the oversight of IMTs. It represents a culture shift for current stakeholders, including agency leaders, IMT members, and land managers. However, it is a necessary change to ensure the resiliency of our workforce.

A simplified workforce model allows more effective management of Agency Administrator and/or public expectations relative to standard IMT staffing and capabilities.

The new model streamlines training, reduces timeline to qualification, standardizes capability, and improves delivery of qualified personnel to fill a sufficient number of IMTs, including Type 3 IMTs.

CIMTs offer unit and program level leadership more staffing flexibility for both internal staffing and IMT participation.

Question: What are the new Type 3 IMT standards for configuration?

Answer: The minimum roster to mobilize beyond the Type 3 IMT’s home GA is the  10 qualified positions  noted: ICT3, SOF3, PIO3, OPS3, DIVS, PSC3, LSC3, Unit Leader -- Logistics, FSC3, and Unit Leader -- Finance.

The remaining 25 positions are identified at the full discretion of the IC and may be either qualified or trainee responders. The Pre-Mobilization IMT Call ( Word  /  PDF ) between the IC and (AA) will assist in right-sizing the roster and configuration needs based on the specific incident.

Type 3 IMTs are encouraged to include Medical Unit Leader (MEDL), Communications Technician (COMT), Helibase Manager (HEBM), Geographic Information System Specialist (GISS), and an additional Division/Group Supervisor (DIVS)/Task Force Leader (TFLD) in the organization.

Question: Why are there standards for Type 3 IMT configuration now?

Answer: Over the past five years, there have been increased requests for organized Type 3 IMTs in many geographic areas. To ensure consistent expectations and response nationally, NMAC tasked IWDG in November 2024 to develop a standard configuration for Type 3 IMTs when crossing geographic area boundaries.

The new standard configuration is found in Chapter 20 of the  National Interagency Standards for Resource Mobilization (NISRM) . Internally, a local unit may assign ad hoc Type 3 organizations appropriately configured to the incident.

Question: How are Type 3 IMTs managed?

Answer: Each Geographic Area determines their internal rotation and availability periods.  Year-round availability of any Type 3 IMT is neither expected nor intended.

No national rotation will exist for Type 3 IMTs; they will be ordered and filled as needed, following standard ordering processes.

GAs are encouraged to enact a 7-day unavailability period for standing Type 3 IMTs.

Question:  What fires will CIMTs be assigned to?

Answer:  Orders for IMTS on Type 1 and Type 2 complexity incidents may be filled with CIMTs, dependent upon prioritization needs and IMT availability.

CIMTs should not be assigned to Type 3 incidents.

Question: How many CIMTs are there nationally?

Answer: In 2025, there are  41 interagency CIMTs . Multiple states also maintain CIMTs.

• In 2024, there were 44 interagency CIMTs.
• In 2023, 11 CIMTS from 3 Geographic Areas (noted below) were available for mobilization and participated in the national rotation along with 11 Type 1 IMTs.
  • Rocky Mountain Area: 3
  • Northern Rockies Area: 5
  • Southern Area: 3
• In 2022, all three of Rocky Mountain Areas IMTs were available as CIMTs. Additionally, one Northern Rockies team was assigned as a CIMT.

Question:  Are CIMTs managed geographically or nationally?

Answer:  Each GA is responsible for annual selection and rostering of CIMTs, developing an internal rotation schedule, and maintaining team availability commensurate with fire activity and mobilization guides as well as supporting national response needs.  NMAC manages the national rotation and will direct changes to the management of geographic rotations based on preparedness levels and/or resource scarcity.

Question:  Are team assignments being restricted?

Answer:  No, NMAC’s objective is to distribute assignments across all CIMTs, to more effectively manage CIMT fatigue, to provide opportunities to exercise CIMTs and accomplish training and workforce succession goals, and to ensure availability of CIMTs nationally when competition exists.  Coordinating groups should manage CIMTs to reduce fatigue, enable team members to meet home unit responsibilities, and distribute assignments. NMAC strongly encourages GAs to order from the national rotation for any planned replacement of CIMTs and for prepositioning.

Question: How is the national rotation managed?

Answer: The  National Interagency Standards for Resource Mobilization , Chapter 20, outlines the business rules for the national rotation. The rotation identifies which geographic area is responsible for filling an order, then the geographic area determines which team will be assigned based on internal rotations, team availability, and previous team assignments.

 NICC Overhead 

Question:  What if the national rotation needs adjustment or there aren’t any CIMTs available nationally?

Answer:  NMAC is committed to adjusting decisions and plans as necessary and at any time. NMAC retains the authority to manage all team assignments or amend the national rotation as necessary.

Question: Why will teams have a seven-day unavailability period after assignments and how will it be determined?

Answer: To manage fatigue, promote mental health and well-being, and provide opportunities for IMT members to attend to work and personal responsibilities, all CIMTs will have seven days of unavailability upon return from any assignment (including preposition) of seven days or more (exclusive of travel). This includes IMTs on the national rotation as well as IMTs on internal GA rotations. In coordination with the affected GA(s), NMAC may adjust this unavailability period based on national supply and demand for IMTs. Only in exceptional circumstances will a CIMT be asked by NMAC to roster prior to the end of the seven days.

Understanding that team member travel may vary based on assignment location, the seven days will begin on the first day after the IC's travel is complete. ICs may work with their Coordinating Group to ensure all team members get adequate unavailability time if more is needed (for example, if team member travel may differ significantly from IC travel).

Question: Why aren't CIMTs ordered as short and long teams?

Answer: Under the CIM model, the distinction between short and long teams is not an ordering option. CIMTs are expected to expand and contract to meet the needs of the incident, using scalability and principles of reserve to ensure equitable distribution of all resources to active incidents.

Question:  What if the incident requires more than 75 qualified incident management personnel?

Answer:  The CIMT roster will not exceed 75 without documented approval from the Agency Administrator (see  CIMT Configuration ); however, some incidents may require additional incident management personnel to work for the CIMT based on complexity or span of control.  CIMTs and Agency Administrators are expected to practice the tenets of the Incident Command System (ICS) to expand or contract the organization according to the complexity of the incident. It is the responsibility of the host agency and GA coordinating groups to ensure CIMTs are successfully supported and staffed commensurate with the needs of the incident.

Question: How will master rosters be recruited for, selected, and configured?

Answer: The master roster refers to any team’s roster for the calendar year as approved by their coordinating group/oversight body.  The number of personnel and positions on this roster is approved by the coordinating group/oversight body.